Employment of Relatives

1. POLICY

This policy establishes the guidelines and reporting requirements for the employment of relatives. This policy applies to all current and future employees.

2. REFERENCES
   1. Prohibiting Employment of Relatives, Utah Code Ann. §§ 52-3-1—4.

3. DEFINITIONS
   1. Administrative concern: caused by situations including, but not limited to, those involving preferential treatment of the relative in hiring, promoting, allocating salary, assigning duties, arranging schedules, allocating equipment or facilities, or treating matters that should involve discipline or termination.
   2. Relatives: includes parent, sibling, spouse, child, grandparent, grandchild, domestic partner, aunt, uncle, niece, nephew, first cousin, mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, and any step-relatives of the same degree.

   See Personnel Definitions

4. PROCEDURES
   1. Salt Lake Community College (“SLCC”) is committed to a policy of employment and advancement based on qualifications and merit. SLCC does not discriminate in favor of or in opposition to the employment of relatives.
   2. This policy specifically prohibits the employment of relatives in any position where a direct or indirect supervisory relationship would exist between relatives or would create an apparent or actual conflict of interest. This includes, but is not limited to, appointment, hiring committees, compensation, assignment of work, evaluation, grants administration and sponsored research projects, and financial authority or transactions.
   3. Relatives may not be employed where they will work in close proximity, either as to administrative relationship or location, and they will not be employed; otherwise, where to do so would cause administrative concern. In cases of administrative concern, the department should contact Employee Relations to advise on a case-by-case basis.
   4. Upon employment:
      1. employees must disclose to their supervisor any known relationships that may cause a conflict of interest; and
      2. an employee and their relative may not work in the same department (the lowest organizational unit).
   5. This policy will not be considered retroactive.
   6. Exceptions
      1. For exceptions to the procedures in sections 4.B & C, the Employment of Relatives Authorization form must be submitted and will be routed for approvals.
      2. Final approval is determined by the People and Workplace Culture Employment office, appropriate cabinet member, or college president, depending on the position’s reporting structure.
      3. Employees whose Employment of Relatives Authorization form has previously been approved need not resubmit it when applying for a different position at the college.

Date of last executive cabinet review: May 28, 2024

The originator of this policy is People and Workplace Culture. Questions regarding this policy may be directed to the originator by calling 801-957-4210.